Home-care shifts mix visits, travel, and breaks. Everhour captures work time before payroll review.
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A home-care time card calculation answers how many paid hours belong in one fixed workweek after visits, short breaks, meal periods, travel between client homes, and overnight rules are classified correctly. For covered nonexempt home-care domestic service employees, the federal baseline is overtime at one and one-half times the regular rate for hours worked over 40 in a workweek.
The calculation also shows which hours need review before payroll. Travel between client homes for one employer counts as paid hours worked. Normal home-to-first-client and last-client-to-home travel generally counts as ordinary commuting time. A 30-minute meal period is unpaid only when the worker is completely relieved of duty.
Start with each day's paid time, not just scheduled shift length. Include client visits, required documentation time, paid short breaks of about 5 to 20 minutes, travel between worksites, and consumer errands or appointments that are part of the workday. Exclude only time that meets a valid unpaid category, such as ordinary commuting or a bona fide meal period of about 30 minutes or more with complete relief from duty.
Home-care overnight entries need separate treatment. For a non-live-in worker on a shift under 24 hours, all on-duty time counts as hours worked even if the worker is allowed to sleep. For a non-live-in shift of 24 hours or more, an employer may exclude no more than 8 hours of bona fide regularly scheduled sleep time in each 24-hour period only when the required conditions are met.
Suppose a covered nonexempt home-care aide earns $23.40 per hour and records paid daily totals of 11, 8, 12, 7, and 9 hours in one fixed workweek. The paid total is 47 hours. Regular pay covers the first 40 hours at $23.40, or $936.00. Overtime covers 7 hours at one and one-half times the regular rate, or $35.10 per hour.
The weekly gross pay is $1,181.70 before deductions, reimbursements, taxes, or state-specific premiums. Hours cannot be averaged across multiple FLSA workweeks to avoid overtime. The workweek is a fixed and regularly recurring period of seven consecutive 24-hour periods, and it may start on any day and hour as long as the employer applies it consistently.
A one-off calculation is enough when you need to check one worker's weekly total, confirm whether travel between two client homes was included, or verify that a worked meal break stayed paid. Medicaid-funded personal care and home health visits add another recordkeeping layer because EVV must verify service type, recipient, date, location, provider, and begin and end time.
A managed workflow matters when aides submit repeated visits, overnight shifts, edits, and approvals every week. Everhour Time Tracking supports timers and manual entries, then feeds timesheets, reporting, billing, and payroll review. Admins can use approvals, locked periods, reminders, and timer rules to keep a clean review trail before hours leave the timekeeping system.
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Travel between multiple client homes during the workday counts as paid hours worked when one employer employs the direct care worker. Normal travel from home to the first worksite and from the final worksite back home generally is ordinary commuting time under the FLSA and does not have to be paid.
An automatic meal deduction is valid only when the meal period is bona fide. Federal law treats a meal period of about 30 minutes or more as unpaid only when the employee is completely relieved from duty. A home-care worker who answers client needs, supervises the consumer, or performs duties while eating is still working.
For a non-live-in home-care worker on a shift of fewer than 24 hours, all on-duty time counts as hours worked, even if sleep is permitted. For a shift of 24 hours or more, an employer may exclude up to 8 hours of bona fide regularly scheduled sleep time only if the required conditions are met.
Nonexempt home-care domestic service employees covered by the FLSA are owed overtime at one and one-half times the regular rate for hours worked over 40 in a workweek. DOL Field Assistance Bulletin 2025-4 says WHD will not apply the 2013 home-care final rule while the bulletin is in effect, including limits on third-party agency use of companionship or live-in exemptions.
The biggest error is treating all non-visit time as unpaid. Travel between client homes, consumer errands, short employer-provided breaks, interrupted meals, and required documentation can all be hours worked. A payroll reviewer needs the reason for each unpaid block, especially meal periods and sleep-time exclusions.
Everhour Time Tracking captures work time through timers or manual entries, then sends those entries into timesheets, reporting, billing, and payroll review. Admin controls cover approvals, locked periods, reminders, and automatic timer stop rules so weekly home-care hours can be reviewed before payroll use.
Everhour Reporting lets teams build reports with columns, grouping, filters, date ranges, and exports in CSV, Excel/XLSX, or PDF. A manager can review logged time by person, project, client, or other available fields before using the totals for billing or payroll checks.
Track visits, paid travel, breaks, and weekly approvals in Everhour before payroll review, so repeated home-care time card calculations become consistent, auditable work records.
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